The Saeima has adopted and the President promulgated the following laws: the law of work done in the labour law (Republic of Latvia Saeima and the Cabinet of Ministers rapporteur, 2001, no. 15; 2003; 2004, nr. 2, 5, 10 no) the following amendments: 1. Make the text of article 11 by the following: "(1) the representatives of the employees in the performance of their duties, have the following rights: 1), to request and receive information from the employer about the company's current economic and social situation as well as on possible changes;
2) time to receive information and to consult with the employer before it adopts decisions that may affect the employees ' interests, in particular decisions which may have a significant effect on the wages, working conditions and employment in the company;
3) to participate in the wage provisions of the working environment, working conditions and working time in the determination and improvement of the organisation, as well as the protection of the safety and health of workers;
4) enter the business area, as well as access to places of work;
5) hold a staff meeting in the territory and the establishment of premises;
6) to monitor how the labour relations laws are respected, collective agreements and work rules.
(2) Information within the meaning of this law means transmission by the employer to the employees ' representatives of data allowing them to acquaint themselves with the subject matter and to examine it. Information provided to employees ' representatives in good time, as well as appropriate and to the extent.
(3) Consultation within the meaning of this law means the exchange of views and dialogue between employees ' representatives and the employer with a view to reaching an agreement. Consultation to be carried out at the appropriate level, in a timely manner, as well as appropriate and to the extent that staff representatives could get reasonable answers.
(4) The employees ' representatives right to use it to reduce the company's operational efficiency.
(5) Employees ' representatives and experts who provide assistance to the representatives of the employees have an obligation not to disclose the information in their possession that is employer's trade secrets. The employer is obliged to specify in writing that the information constitutes business secrets. The obligation not to disclose information relevant to the employees ' representatives and experts who provide assistance to representatives of the employees, even after the expiry of their activities.
(6) The duties of the employees ' representatives may not be a ground for the refusal to conclude an employment contract, employment contract or other notice of employee rights. "
2. Express article 44 the third subparagraph by the following: "(3) the members of the executive body of the Corporation concluded a contract of employment, unless they are employed on the basis of other civil law contract. If a corporation's Executive members are employed on the basis of the employment contract, it is concluded for a fixed period of time. "
3. Add to article 45, first paragraph, first sentence, after the words "(including extension)" with the words "If another law in another term of labour contract".
4. Supplement article 62 to the seventh paragraph as follows: "(7) the public sector employees working in posts according to the basic obligations of the classified posts in flocks and levels. The classification system of posts and post classification procedures shall be determined by the Cabinet of Ministers. "
5. Express article 98, the first paragraph by the following: "(1) an employer shall, in accordance with article 101 of this law the provisions of the first subparagraph are entitled not later than one month's notice in writing terminate the contract of employment provided that the employment relationship will be terminated if the employee does not agree they continue according to the employer's proposed amendments to the employment contract."
6. To supplement the law with the informative reference to European Union directives as follows: "informative reference to European Union directives, the law includes provisions resulting from: 1) Council of 10 February 1975 Directive 75/117/EEC on the approximation of the laws, of the principle of equal pay for men and women;
2) Council of 9 February 1976 Directive 76/207/EEC on the implementation of the principle of equal treatment for men and women as regards access to employment, vocational training and promotion, and working conditions;
3) Council of 25 June 1991, of Directive 91/383/EEC supplementing the measures to encourage improvements in the safety and health at work of workers with a fixed-duration employment relationship or a temporary employment;
4) Council of 14 October 1991, the provisions of Directive 91/533/EEC on an employer's obligation to inform employees of the conditions applicable to the contract or employment relationship;
5) Council of 19 October 1992 Directive 92/85/EEC on the introduction of measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding (tenth individual Directive within the meaning of article 16(1) of Directive 89/391/EEC means);
6) Council of 23 November 1993 of Directive 93/104/EC concerning certain aspects of the organisation of working time;
7) Council on 22 June 1994, Directive 94/33/EC on the protection of young people at work;
8) Council of 3 June 1996, Directive 96/34/EC concluded by UNICE, CEEP and the ETUC framework agreement on parental leave;
9) the European Parliament and of the Council of 16 December 1996, Directive 96/71/EC on the posting of workers in the framework of the provision of services;
10) Council of 15 December 1997 Directive 97/80/EC on the burden of proof in cases of discrimination based on sex;
11) Council of 15 December 1997 Directive 97/81/EC on the UNICE, CEEP CEEPun on part-time work;
12) Council of 20 July 1998 Directive 98/59/EC on the approximation of the laws of the Member States relating to collective redundancies;
13) Council of 28 June 1999 Directive 1999/70/EC on UNICE, CEEP CEEPun on fixed-term work;
14) of the European Parliament and of the Council of 22 June 2000 Directive 2000/34/EC amending Council Directive 93/104/EC concerning certain aspects of the organisation of working time to cover sectors and activities excluded from that directive;
15) Council of 29 June 2000, Directive 2000/43/EC implementing the principle of equal treatment between persons irrespective of racial or ethnic origin;
16) Council of 27 November 2000 Directive 2000/78/EC establishing a general framework for equal treatment in employment and occupation;
17) Council of 12 March 2001, Directive 2001/23/EC on the approximation of the laws of the Member States relating to the safeguarding of employees ' rights of undertakings, businesses or parts of undertakings or businesses in the event of a change of owner;
18) the European Parliament and of the Council of 11 March 2002 Directive 2002/14/EC establishing a general framework for informing and consulting employees in the European Community;
19) the European Parliament and of the Council of 23 September 2002 by Directive 2002/73/EC amending Council Directive 76/207/EEC on the implementation of the principle of equal treatment for men and women as regards access to employment, vocational training and promotion, and working conditions. "
Transitional provisions with the entry into force of this Act shall terminate the constitutional order of article 81 of Cabinet of Ministers issued Regulation No. 220 "amendment of labor law" (Latvian Saeima and the Cabinet of Ministers rapporteur, 2005, no. 12).
The Parliament adopted the law in 2005 to 13 October.
State v. President Vaira Vīķe-Freiberga in Riga 2005 November 2, editorial comment: the law shall enter into force on 16 November 2005.